Manpower Planning Systems In Psus 664hc

Submitted By : Amruta Sakpal

Manpower Planning : It is also called as Human Resource Planning which consists of putting right number of people, right kind of people at the right place, at the right time, doing the right things for which they are suited for the achievement of goals of the organization. The procedure is as follows:  Analyzing the current manpower inventory.  Making future manpower forecasts.  Developing employment programmes.  Design training programmes.

MANPOWER PLANNING SYSTEMS IN PUBLIC SECTOR UNITS 1.SAIL - STEEL AUTHORITY OF INDIA LTD .

2.BHEL - BHARAT HEAVY ELECTRICALS LTD. 3.NLC – NEYVELI LIGNITE CORPORATION LTD.

4.ONGC – OIL AND NATURAL GAS COMMISSION . 5.NTPC – NATIONAL THERMAL POWER CORPORATION.

STEEL AUTHORITY OF INDIA LTD (SAIL) oSteel Authority of India Ltd ( SAIL) is a company ed under the Companies Act 1956 , and is a wholly owned enterprise of the Government of India (89). oIt came into existence on 24th January,1973. oNet profit made during the year 2004-2005 was 6,816.97 Crores .

oSAIL was ranked 16th largest steel producer in the world during 2004.

MANPOWER PLANNING SYSTEM IN SAIL Manpower planning in SAIL not only focuses on placement of men in right numbers, at the right places and at the right time , but it covers various aspects such as: a) Age Mix , b) Skill Mix , c) Imparting Upgradation of required skills, d) Redeployment . Elements of Manpower planning : It includes : i. Assessment of optimal manpower for existing unit ii. Assessment for modernization and expansion iii. Assessment of the perceived changes in the skill mix due to new technology /automation . iv. Planning for re-deployment and retraining, v. Improving skill mix vi. Ensuring appropriate age mix vii. Forecasting system

•The overall responsibility for manpower planning in SAIL rests with “CORPORATE PERSONNEL DEPARTMENT “. •The planning ,personnel information ,training and recruitment functions are organized differently in different plants for executive positions at Corporate Office .

Manpower planning systems: It is divided into the inputs required ,the planning process using these inputs and outputs that will be generated . Inputs : It includes manpower inventory, growth plans ,assessment of manpower requirement, separation data , lead time for recruitment and corporate guideline . The Planning Process : It involves integration of inputs for working out periodic plans and special plans. Outputs :

Outputs are generated separately for each recruitment category .

BHARAT HEAVY ELECTRICALS LTD (BHEL) oIt is the largest engineering organization in India. oThe first plant was set up at Bhopal in 1956. oIt generated net profit of RS 953.40 Crores during the year 2004- 2005. oWorkforce was 43,302 employees on 31/03/2005.

Manpower planning system in Bhel: A systems approach to manpower planning for collection , collation and analysis of data to ensure uniform application of norms ,is practiced . It comprises important aspects like – Budget and control, acquisition and development , utilization and audit and management information reporting . In Bhel , manpower planning has the full of senior management.

Line managers are also fully involved in decision making in respect of estimation of manpower requirements .

Manpower supply forecasting It determines the manpower (in quantitative and qualitative ).

Manpower supply forecast involves : oAnalysis of the existing manpower , oDetermining and forecasting of attrition in future, oDetermining and forecasting potential changes in manpower ;due to transfer , promotion etc..,

oAnalyzing and forecasting the effect of changing conditions of work , oDetermining the net supply of manpower from within the organization .

Manpower demand forecasting: The manpower demand forecast is the annual plan (budget) and long -term corporate plan translated into activity levels for each product , function or department etc. Demand forecasting is done for three cadres/ categories: Demand for Direct workers Demand for Indirect workers Demand for Executives & Supervisors

Neyveli Lignite Corporation Ltd (NLC) The NLC is a Government of India Enterprise ,engaged in commercial exploration of lignite. It was incorporated in 1956. Total workforce is 25,139 people. Wage cost is a steep 22 %of its total income.

It generated net profit of RS.1215.00Crores during the year 2004-2005.

Manpower planning system Manpower planning HRD functions are the responsibility of corporate personnel division of NLC , under the overall control of Director (Personnel) . NLC has an Industrial Engineering Dept which is headed by the Chief (IE). Industrial engineering department is responsible to maintain the computerized records of personnel data , supply and demand forecasting, working out the number of vacancies etc .

Recruitment of employees at all level is centralized and the personnel division is responsible for undertaking recruitment to meet organizational requirements. Training, assessment ,development of employees in of skills , capability and competence is the responsibility of Corporate Personnel Division Manpower planning is linked with NLC`s growth and expansion plans i.e, new mining and thermal projects likely to come in near future , expansion of existing projects etc.

OIL AND NATURAL GAS COMMISSION (ONGC) It was formed by an Act of Parliament to take over the activities of The Oil & Natural Gas Directorate set up by the Govt . of India in 1956. It operates throughout India both Offshore and Onshore. It struck oil for the first time in 1969 in Ankleshwar (Gujarat).  Total workforce on 31.03.2005 was 36,185 employees . It earned highest net profit of Rs.12,983.05 during 20042005.

Manpower Planning System

In ONGC , manpower planning is done by the Human Resource Group( HRG). Salient features of manpower planning are as follows: Organization structure is decided at the corporate level and slightly modified sometimes.

For upper, middle level, junior level and workers level manpower planning there is different department. The HRG at HQ , regions and projects keep up-to-date manpower information . Whenever there is new work /project , the departments/project concerned inform HRG in advance

Whenever there is new work /project , the departments/project concerned inform HRG in advance . Recruitment of executives and transfers are generally done or decided at HQ. HRG is doing Career Planning for various levels . Thus ,by work study , or with the help of manpower norms , the posts are created , and they may be filled by anyone of the three methods : a. Transfer from one place to another. b. Promotion from existing employees . a. Recruitment from outside the organization.

NATIONAL THERMAL POWER CORPORATION (NTPC) •NTPC was set up in November 1975 by the government . • It has made profit of Rs.5807.01 crores during the year 2004-2005.

•Total workforce was 23,385 employees as on 31.03.2005. •It contributes more than one fourth of India`s total power generation with less than one fifth capacity.

NTPC Stated Mission To make available –reliable and quality power, in increasingly large quantities . Spearhead the process of accelerated development – by planning and expeditiously implementing power projects and power stations economically and efficiently. Seek opportunities for augmenting power generation through tie –ups.

Sharing its experience and expertise with other organizations . Participate in the execution of power projects abroad .

Long Term Estimation of Manpower Requirement In NTPC the period for long term man power estimation is taken between 5-10 years, which is based on long range planning (LRP). Basically , manpower requirement is reviewed every year . The basic inputs used for estimation of manpower requirements are:

1.Corporate Plan Information pertaining to project identification and implementation derived from corporate plan.

2.Commissioning Plan

Standard schedules for constructions and of a specific project configuration is ascertained from the commissioning plan.

3.Manpower norms

While assessing manpower requirement , norms for deg , project construction, service functions are taken into consideration.

4. Management policy

While deciding on the cadres and categories of different levels such as executives , supervisory staff and workmen , management policy is also considered.

Short Term Estimation of Manpower Requirement in NTPC The basis for short term manpower requirement in NTPC are as follows : 1.Actual work load 2.Project peculiarities 3.Conditions under which work is to be done.

AVERAGE MONTHLY EMOLUMENTS PER EMPLOYEE IN 5 SELECT PSUs Name of PSU

1991-1992

1999-2000

2004-2005

SAIL

5980

14400

25083

NLC

439

13320

21093

ONGC

8396

49304

23100

BHEL

5626

17507

38085

NTPC

4637

22771

31484

Total

Rs 29,078

Rs 1,17,302

Rs 1,39,580

Average for 5 companies

Rs 5816 per man per month

Rs 23,460 Per man per month

Rs 27,916 Per man per month

Corporate Planning , HRD Systems in NTPC & Results NTPC `s first corporate plan 1985-2000 envisaged that the manpower requirement would increase from about 16,700 at the end of the Sixth Plan period to31,400 by the end of Seventh Plan , 43,400 by the end of the Eight Plan and 46,000 by the year 2000.

HRD STRATEGIES of NTPC HRD Strategies are divided into three stages: a) Formation Stage b) Growth Stage b) Consolidation Stage

HRD Interventions The critical areas where maximum stress has been laid by NTPC over the past years are: i. Human Resource Planning ii. Organization Design iii. Performance and Potential Appraisal iv. Training and Development v. Job Oriented Training vi. Human Resource Information system

Recruitment and Selection in NTPC Recruitment process in NTPC is closely linked with manpower planning ,especially to manpower budgeting, which is yearly exercise. Recruitment forecasting is done on the basis of manpower requirement .

The organization has laid down recruitment policies and procedures which were formulated in 1977. Recruitment forecasting in NTPC is done annually . It can be divided into 2 parts : a)Short term forecasting for the year is April to March. b)Medium term forecasting for the budget year.

Performance Appraisal System in NTPC

The objective of the present performance appraisal system of NTPC for executives include effective work planning ,promotion ,placement and training development. The system proceeds for self appraisal , covering achievements ,constraints ,and training needs .

 Evaluation is done on work performance ,behavioral attributes , executive abilities ,potential for higher responsibilities , capability to move into alternative roles/function and training needs. Annually formal performance is carried out for each employee.

Career Planning in NTPC As part of career planning in NTPC , when there is a broad change or transition , the organization provides capsule courses or general management course of fixpackage depending upon the requirement before the promotion .

This process gives an opportunity to recognize the strengths of the people attending the programme .

HUMAN RESORCE INFORMATION SYSTEM IN NTPC

Employee data

Managing requirement

Decision

Information

Welfare activities

Industrial scenario

Statutory needs